Describe the Expected Pattern of Children Essay Example for Free

Describe the Expected Pattern of Children Essay Gradually develops ability to hold up own head. Makes movements with arms and legs which gradually become more controlled. Rolls over from front to back, from back to front. When lying on tummy becomes able to lift first head and then chest, supporting self with forearms and then straight arms. Watches and explores hands and feet, e. g. when lying on back lifts legs into vertical position and grasps feet. Reaches out for, touches and begins to hold objects. Explores objects with mouth, often picking up an object and holding it to the mouth. Enjoys the company of others and seeks contact with others from birth. Gazes at faces and copies facial movements. e. g. sticking out tongue, opening mouth and widening eyes. Responds when talked to, for example, moves arms and legs, changes facial expression, moves body and makes mouth movements. Recognises and is most responsive to main carer’s voice: face brightens, activity increases when familiar carer appears. Responds to what carer is paying attention to, e. g. following their gaze. Likes cuddles and being held: calms, snuggles in, smiles, gazes at carer’s face or strokes carer’s skin. Turns toward a familiar sound then locates range of sounds with accuracy. Listens to, distinguishes and responds to intonations and sounds of voices. Quietens or alerts to the sound of speech. Looks intently at a person talking, but stops responding if speaker turns away. Listens to familiar sounds, words, or finger plays. 1 – 2 years Walks alone and stands on tiptoe Climbs on furniture and begins to run Builds a tower of six or more blocks Empties objects from a container Becomes aware of his or her identity as a separate individual May become defiant Becomes interested in playing with other children Separation anxiety begins to fade Speaks about 50 words Links two words together Uses some adjectives (big, happy) Speaks clearly enough for parents to understand some of the words Begins to play make-believe Begins to sort objects by shape and colour Scribbles Finds hidden objects 2 – 3 years Walks up and down stairs, alternating feet Kicks, climbs, runs and pedals a tricycle Builds a tower of nine or more blocks Manipulates small objects and turns book pages one at a time Imitates parents and playmates Takes turns Expresses affection openly Easily separates from parents Speaks 250 to 500 or more words Speaks in three-and four-word sentences Uses pronouns (I, you, we, they) and some plurals States first name Asks why questions Correctly names some colours Copies a circle Understands the concepts of same and different 3 – 4 years Stands on one foot for at least five seconds Throws ball overhand, kicks ball forward and catches bounced ball most of the time Dresses and undresses Uses scissors Cooperates with playmates Tries to solve problems May have a best friend Becomes more independent Answers simple questions Speaks in complete sentences Uses prepositions (under, beside, in front) Speaks clearly enough for strangers to understand Becomes involved in more complex imaginary play Prints some capital letters Draws a person with two to four body parts Understands the concepts of morning, afternoon and night 4 – 5 years Stands on one foot for at least 10 seconds Hops, swings and somersaults May learn to ride a bike and swim Brushes own teeth and cares for other personal needs Wants to be like friends Follows rules Understands gender Wants to do things alone Understands rhyming Uses compound and complex sentences Uses future tense States full name and address Uses imagination to create stories Correctly counts 10 or more objects Copies a triangle and other geometric patterns Understands the concepts of time and sequential order. 6 years Jumps over rope 25cm high Learning to skip with rope Tie own shoes Eager for fresh experiences More demanding and stubborn, less sociable Joining a ‘gang’ maybe important May be quarrelsome with friends Needs to succeed as failing too often leads to poor self esteem Reading skills developing well Drawings more precise and detailed Figure may be drawn if profile Can describe how one object differs from another Mathematical skills developing, may use symbols instead of concrete objects May write independently years Hand-eye coordination is well developed Has good balance Can execute simple gymnastic movements, such as somersaults Skills constantly improving More dexterity and precision in all areas Desires to be perfect and is quite self-critical Worries more; may have low self-confidence Tends to complain; has strong emotional reactions Understands the difference between right and wrong Takes direction well; needs punishment only rarely Avoids and withdraws from adults Is a better loser and less likely to place blame Waits for her turn in activities Starts to feel guilt and shame Read independently and with increasing fluency longer and less familiar texts Spell with increasing accuracy and confidence, drawing on word recognition and knowledge of word structure, and spelling patterns including common inflections and use of double letters Moving towards abstract thought Draw together ideas and information from across a whole text, using simple signposts in the text Read whole books on their own, choosing and justifying selections Engage with books through exploring and enacting interpretation 8 -12 years Movements well coordinated Physical skills improving Takes part in team games Drawings become more complex Friendship becomes more important Independence increasing More understand to self Concentration improves Able to read fluently May think scientifically Able to play complex games such as chess 12 – 19 years Hormonal changes Puberty Skin changes Growth spurts Body hair develops Girl; menstruates; breasts develop, hips broaden Boy; facial hair develops; voice deepens, growth of penis and testes Skills develops depending on interest and practice, for example play a musical instrument Adolescents start to think about the future and if motivated will use all their intellectual ability to achieve their educational goals

Analysis of Richard Wrights Black Boy

Analysis of Richard Wrights Black Boy Black Boy Essay In Richard Wright’s autobiography of Black Boy, Richard is determined to leave his family to move to the north because they do not provide the necessities for him to be successful. Richard’s bold and stubborn personality negates him success. This runs parallel to the abuse and manipulation that Richard receives that limits his relationships with others around him. Wright also shows how reading frees a soul suffering from discrimination. The US constitution states that â€Å"All men are created equal,† but in the Jim Crow law era, blacks were always looked down upon. Jim Crow promoted segregation and dehumanization amongst blacks and whites, creating the â€Å"wall† that separates whites from blacks. Racial prejudice, hate and discrimination were everywhere; blacks could be punished in any manor, from being arrested and getting a beating, to being slain based on a white person’s judgment on the action perform by the black individual. Throughout the n ovel we can see Richard’s alienation from the white community as well as the black community. Richard grew up in the south bound by rules and regulations formed by the whites. Secluded within their own confines of living, their struggle to survive in such a harsh environment seemed infinite and hopeless. Richard had to take charge when his mother falls ill and must provide for her and the family; disregarding this own health and focusing on keeping up with the rent and bills that needed to be paid. Richard’s father deserted his family leaving him and his mother to be on their own. Nathan, Richard’s dad was a peasant, and a share cropper. He did what the whites commanded him to do, follow the rules with no desire to succeed or progress in life, and repeat each and every demeaning and menial task day by day just to get by. This is the kind of society which ‘trained’ Nathan to be what the whites forced him to be, a dull and dumb individual with no sense of perception of what’s actually going on around him. Being counted as a subspecies, Richardà ¢â‚¬â„¢s father was conditioned to have no sense of hope, his entire life was based upon one thing, and that is falling in line with all other blacks and follows through with all the commands given by the white with no questions asked. This worked on every level imaginable, using sheer force and fear to tear down any sense of hope or positive thinking which blacks had. Just the thought of blacks surpassing a white individual was unthinkable. Why is this? It’s because it was deemed that way, it was how the society worked at that time. No one could question or challenge what whites could or can’t do, all of their thoughts are final. The ideas of being superior amongst the blacks were socially acceptable. And this included dehumanizing and cruel treatments. Richard wasn’t like the other kids that were in the black society. He was more free willed and ambitious. Richard was an independent individual from the start; not getting attached to anyone or in need of assistance of any sort. Richard was fond of education and learning. His quest for knowledge seemed, in the other black people’s eyes as a waste of time and energy, deemed to be helpful. But in some cases, Richard’s knowledge gets him in trouble, even worse getting hurt. An example from the book, is when Richard has to go to the store and buy groceries, but gets robbed numerous times by a gang of boys. The final time that Richard failed to get the groceries his mother told him, â€Å"Don’t come in here†¦You just stay right where you are, I’m going to teach your this night to stand up and fight for yourself†¦Don’t you come into this house until you’ve gotten those groceries.†(pg.24-25). One of Richard’s top quali ties was taught that night by his mother was perseverance. On the other hand we see the opposite, Shorty. Basically this amplifies my point of doing whatever possible to survive in this dreadful environment. He gets kicked in the gut just to get a quarter. My ass is tough and quarters is scarce.(end of ch12) At what point does a person go to violate self-ethics and morals, and go through with it just to survive. How far are you willing to go until you break? There is a delicate bond between the white people and white people, as humans we have limitations on how much we can handle mentally and physically. We can see from this example that Shorty is willing to degrade himself in order to get a quarter per kick. Shorty and Richard go off on a tangent about how to avoid being dehumanized and do something else. Richard offers to help him but Shorty’s hard headedness prevents him from to take heed the information given by Richard. But in Shorty’s remarks, he states that he is lazy to do anything and won’t change his ways of ho w he earns money. The readers recognize that Shorty has accepted the fact of being caught in the white power web of inferiority; he sees that there is no way out of this terrible situation. He went to school for half of his learning, and the half he was self-taught; by reading little bits and pieces he manages to learn quite a bit. Having knowledge and education grants Richard to be ahead of all the other black people. Wanting to be a writer, Wright pursues his dreams of moving North and writing novels. He takes the challenge by getting any job he can to raise money for himself to move to the north once and for all, and freeing himself from the clutches of racial prejudice and white rule. His ability to persevere also guided Richard toward his prosperity. Richard was a fighter and no matter what obstacle he faced, he manages to knock it down and march forth with his duties. Richard was always rebellious, from when he was really young to young adulthood. For example, when the principal at Richard’s school had asked him to give a speech to the audience of whites and blacks, Richard refused to read the principal’s pre-written speech. Just by reading the principal’s speech he was relieved at the same overly stressed out. He had the will and courage that other black individuals lacked to commence forth with this own speech. Richard was willing to leave school without a diploma just because of this unjust action. The whites knew that Richard was different; they knew that he challenged the â€Å"system† and he wasn’t afraid like the rest of the black people. The readers can sense fear coming from the whites, due to Richard’s attitude towards the whites and the boundaries that surround him. The white’s try to cover up their fear and pushing racism by being cruel and demeaning towards the entire black population. We can see in the scene where Richard gets a new job at the optical place, and his co-workers mistreat him just because the boss is kind to Richard. Later Richard leaves the job knowing that his co-workers would ‘kill’ him if told the boss what happed to him. The hostility portrayed by his co-workers was so great that Richard couldn’t handle it anymore, and was forced to leave his job. All of these events mold Richard into the hardy character he is known for. Wright’s intellect was unmatched by the blacks, and well as his rebellious features and conduct. These were a few reasons that he was able to overcome his background of being black individual, and becoming a successful writer. Based on the fact that he was smart and independent, and his perseverance guided him to reach this status, to which all blacks should uphold to. By reading Black Boy it becomes very clear to the reader how life as a black minority is very difficult. We can recognize all the struggles they faced and how Richard challenged and managed to surpass what no blacks ever did.

Benefits of Flexible Working Hours

Benefits of Flexible Working Hours 6. Literature Review 6.1 Definitions Janssen and Nachreiner (2004) defined Flexible Working Hours as involving a continuous choice on behalf of employers, employees or both, regarding the amount (chronometry) and the temporal distribution (chronology) or working hours. â€Å"Arrangements that allow employees to have a more variable schedule as opposed to complying with the standard 8-hour workday† (Janssen and Nachreiner, 2004) According to the definition of Handbook on Alternative Work Schedules, Flexible hours are referred to as the times during the workday, workweek, or pay period within the tour of duty during which an employee covered by a flexible work schedule may choose to vary his or her times of arrival to and departure from the work site consistent with the duties and requirements of the position. Flexible working hours is also defined as a system of attendance whereby individual employees select their starting and finishing times from day to day, subject to the concurrence of the work unit in which they work and to specified conditions. A system in which employees can start or stop work at different hours of the morning or evening provided that they work a certain number of hours per day or week (http://www.hrdictionary.com/definition/flexible-working-hours.html). According to the definition of Technical staff, Southern Cross University, flexible working hours are work schedule in which employees can use their own discretion as to the time on the job as long as they complete the specified number of hours within a work period that is, one month, one week, or one day (Barker, 1999). It is a system of working a set number of hours with the starting and finishing times chosen within agreed limits by the employee (www.oxfordreference.com) Christensen and Staines (1990) defined this as an arrangement provides employees with some limited discretion as to the starting and stopping times for their work day, while requiring a standard number of hours to be worked within a given time period. Flexible working hours refers to the practice by employers of allowing employees to vary their attendance pattern. Variation is usually in terms of start and finish times, as well as hours per day. Flexible working hours are often referred to as flexi time. Employees working flexible hours are able to use flexi time credit to take time off without reducing other leave credits. Flexible working hours are usually subject to a number of operating rules (Transport strategy, Adecision makers guide book). ‘Flexible working hours are also defined as working time arrangements allowing a continuous choice regarding the duration and the temporal distribution of working time for both the employee and the employer (http://www.eurofound.europa.eu/ewco/2006/05/DE0605NU4.htm). A simple deviation from the standard working time is not seen as sufficient for a distinction. The definition intends to exclude shorter but regular working time arrangements such as part-time work or deviating but regular working hours such as shift work (http://www.eurofound.europa.eu/ewco/2006/05/DE0605NU04.htm). 6.2 Why flexible working hours are implemented? Flexible working conditions are becoming increasingly common within modern economies, and in many countries legislation has been introduced enabling certain groups of employees to request flexible working. For example, Scandinavian countries in particular grant extensive flexible working rights, such as parental leave, flexitime and other family friendly provisions to employees (Brandth, 2001). Flexible working arrangements are increasingly offered by organizations in order to remain competitive through the recruitment and retention of top performing employees. These arrangements aim to be a win/win situation for the organization, by way of increased productivity and loyalty, and for the employee through work life benefits. The introduction of flexible working allows employees to have greater control over their work life balance, and can act as an important tool in the organizations recruitment and retention process. Flexible working is one device that employers can use to attract a more diverse workforce, allowing them to compete in the war for talent( Management Brief Report). Some forms of flexible working schedules such as part-time work, compressed work weeks, annualized hours, and flexitime have a long history and have traditionally been introduced largely to meet employer needs for flexibility or to keep costs down, though they may also have met employee needs and demands (Dalton Mesch, 1990).These and other flexible arrangements are also introduced ostensibly to meet employee needs for flexibility to integrate work and family demands under the banner of so-called family-friendly employment policies (Harker, 1996; Lewis Cooper, 1995). Often a business case argument has been used to support the adoption of flexible work arrangements; that is, a focus on the cost benefits (Barnett Hall, 2001). Other contemporary drivers of change include increased emphasis on high-trust working practices and the thrust toward gender equity and greater opportunities for working at home because of new technology (Evans 2000). Nevertheless, despite much rhetoric about t he importance of challenging outmoded forms of work and the gradual association of flexible working arrangements with leading-edge employment practice (Friedman Greenhaus, 2000), the implementation of these policies remains patchy across organizations (Glass Estes, 1997). Since 2003 the right to request flexible working conditions has been granted to all UK employees with children aged less than six years or to those with caring responsibilities (BERR 2008). This right has recently been extended to employees with children aged up to 16 years (BERR, 2009). Many of these legislative changes have been explicitly or implicitly underpinned by the assumption that flexible working will have positive effects on employee adaptability, performance (Artazcoz 2005), work-life balance and health (MacEachen 2008). In a number of low and middle-income countries flexible working hours is a relatively new concept which tends to be restricted to large multi-national companies. Paul Ashton, mobility solutions support manager at Logsys, discusses the work anywhere, anytime, on any device implications of flexible working. Following the introduction of new UK legislation in April 2003 with regards to offering employees with young or disabled children flexible working options, there have been massive developments in the way in which organisations operate. Two years on, the ideas behind flexible working are still being discussed, experimented with and tentatively accepted throughout the UK. At the forefront of this movement is the objective of providing employees with a suitable work/life balance and key to its success is supporting this through achieving more profitable business practices. Flexible working is all about working in real time. It is about mobilizing work forces and giving individuals the freedom and ability to work any time, anywhere, using any device. It is about enterprise-wide access to information, applications and data and the ability to util ize these items as and when they are needed. For employees it means home working abilities and potentially improved work/life balance. It should also mean easier working, more effective methods and processes, and the ability to work smarter to achieve more. For employers it means maximizing efficiency to achieve more through the same resources. It means improved employee retention and improved services for customers- which in turn means increased competitiveness and greater profitability. 6.3 Kinds of flexible hour work practice Flexible work arrangements can take on a variety of characteristics, ranging from staggered working hours to remote, off-site work areas. Within the Flexible work arrangements themselves, employers often provide additional flexibility (e.g., selecting the time of day when staggered working hours begin) and/or offer various options for Flexible work arrangements in order to provide even greater flexibility to their workforces (www.clc.executiveboard.com). Compressed working weeks â€Å"Any system of fixed working hours more than 8 hours in length which results in a work week of less than 5 full days of work a week† (Tepas,1985). This standard definition includes the most obvious examples with 9, 10 or12 hours a day, and a normal full-time working week of 36 to 42 hours. Twelve-hour shifts are particularly controversial. In recent years, as Hoekstra, Jansen Van Goudoever (1994) report for the Netherlands, â€Å"there has been increasing variety in working patterns. The compressed working week is one of the many possible arrangements for working hours. This increasing variety can be attributed to the desire for greater flexibility in working hours. Tepas (1985) have listed the potential advantages of the compressed workweek as follows: Increased possibility for multi-day off-the-job leisure and care activity A reduction in commuting problems and costs Fewer workdays with no loss of pay A regular, steady workweek Ease in covering all jobs at the required times More time for scheduling meetings or training sessions Increased opportunity for communication within the organization Increased opportunity for communication with other organizations Decrease in start-up and/or warm-up expenses Fewer supervisory personnel may be needed More efficient stock flow for assembly-line operations Less night work Increased production rates Improvement in the quantity or quality of services to the public Better opportunities to hire skilled workers in tight labour markets Flexi time Ronen (1981) described Flextime (also called flexible working hours) as a type of flexible work arrangement that allows employees to vary their work schedules, within certain ranges and dimensions, according to their differing needs (). Unlike other flexible work arrangements, flextime focuses exclusively on the work schedule and does not alter the location of work or the total number of hours worked. Although there is no truly standard work schedule, the traditional workday is defined as a forty-hour week, from 9:00 a.m. to 5:00 p.m., Monday through Friday (Catalyst, 1997). Flextime allows employees to break from the standard work schedule by starting the work day early and ending early, starting late and ending late, or taking breaks during the day and making up the time at the beginning or end of the day. Some flextime options allow employees to work extra hours on one day to make up for shortened hours on another day. Golembiewski and Proehl, (1978) and Christensen and Staines (1990) have been identified several key dimensions of flextime, such as core hours (the daily hours during which employees must be at work), bandwidth (the earliest and latest starting and stopping times to which employees can adjust their schedules) and schedule flexibility, which is the ability to change starting and stopping times from day to day and week to week without prior approval from supervisors. A study by Hill, Hawkins, Ferris and Weitzman (2001) found that perceived flexibility in the timing and location of work was positively related to work-family balance, and that the greater the extent of such flexibility, the more the employees were able to work a greater number of hours without harming their work-family balance. Another study found a direct effect of flextime on work-family conflict (Shinn, Wong, Simko, Ortiz-Torres, 1989). Several studies have found that flextime is related to outcomes indicative of work-family conflict. For example, Ralston (1989) found that employees were better able to juggle work and family demands after flextime was implemented and Bohen Viveros-Long (1981) found that flextime reduced stress among parents. Thomas Ganster (1995) found that flextime was directly related to perceived control over work and family, and it was indirectly related to work-family conflict. Annual-hours contracts annual-hours contracts are contracts of employment where the total hours to be worked in a twelve-month period are specified, rather than the weekly hours. This provides employers with the flexibility to devise a shift system to ensure continuous operations. Traditionally annualized hours were adopted in the manufacturing sector, but increasingly it is a popular system for organizing work time in the service sector, especially where twenty-four-hour, seven-day-week services are provided (http://www.jrank.org/business/pages/39/annual-hours-contracts). Job Share Job sharing is an arrangement where two or more employees share the duties and responsibilities of a single full time job. Each job sharer has broadly the same responsibilities, although their contractual terms and conditions of employment may differ. Job-sharing is common now across a range of occupations, including professions such as GPs, accountants and managers. This is an option that women may prefer as a way of returning to work after maternity leave. The employer benefits as it retains valuable skills within the organization, encourages retention and often results in greater productivity (www.clc.executiveboard.com). Self rostering â€Å"Flexible rostering is where each rostering period is planned individually (typically 4 -6 weeks at a time). Shifts are allocated on the basis of manning requirements which reflect anticipated demand patterns, as well as myriad other rostering parameters, including staffs preferences for off-duty† (Silvestro Silvestro, 2000). Thornthwaite Sheldon (2004) described that employee self-rostering systems enable individual employees to tailor working hours to maximize their compatibility with domestic responsibilities. Such rosters would allow employees to choose to work mornings, afternoons or school hours only, or some combination of different hours each day. Self-rostering means that a group of employees make work schedules by themselves. This is based on a company time frame determined by the employer in which the quantitative and qualitative demands have to be met. By designing the work schedules, the employees determine their own starting and ending time duration of their services and are supposed to create a dialogue to synchronize the individual wishes with the requirements set by the employer (Zeggenschap, 2008). Part time work Employees with a part-time work arrangement typically follow one of the following schedules: Work a reduced number of hours per day, five days per week Work eight hours per day, less than five days per week Employers are increasingly providing part-time employees with many of the same benefits provided to full-time workers particularly smaller employers that want to attract candidates but do not need many full-time workers. As with flextime, some states mandate that part-time work be available for women returning to work after a pregnancy (www.clc.executiveboard.com). 6.4 Benefits of flexible hours working arrangement. Both employees and employers alike can benefit through the utilization of flexible work practices. Flexible work arrangements can help to improve recruitment and retention, assist in managing workloads and in boosting employee satisfaction. The Department of Trade and Industry (DTI), U.K. guidelines for employers and employees state that flexible working opportunities benefit everyone: employers, employees and their families (www.dti.gov.uk, Flexible Working). For individuals, the opportunity to work flexibly can greatly improve the ability to balance home and work responsibilities. The DTI guidelines provide examples of the following flexible working schemes: Annualized hours describes working time organized on the basis of the number of hours to be worked over a year rather than a week; usually to fit in with peaks and troughs of work. Pay will depend on the hours worked each pay period. Compressed hours allow individuals to work their total number of agreed hours over a shorter period. For example, employees might work their full weekly hours over four, rather than five, days. They would be paid for a full-time job but would not receive overtime payments for any agreed extra hours worked during a day. Flexi time gives employees choice about their actual working hours, usually outside certain agreed core times. Individuals are paid for the hours that they work. Home-working doesnt have to be on a full-time basis and it may suit an employee to divide their time between home and office. Individuals are paid according to the hours that they work. Employers are required to carry out a risk assessment of the activities undertaken by home-workers, identifying any hazards and deciding whether enough steps have been taken to prevent harm to them or anyone else who may be affected by the work. Job-sharing typically involves two people employed on a part-time basis while working together to cover a full-time job. Both receive pay for the hours they work. Shift working gives employers the scope to have their business open for longer periods than an eight-hour day. Agreed flexible working arrangements may lead to a shift premium payment not being required. Staggered hours allow employees to start and finish their day at different times. Pay depends on hours worked in total rather than the time at which they were worked. Term-time working allows employees to take unpaid leave of absence during the school holidays. Bond et al, (2005) The Families and Work Institute report, When Work Works, states that employees who are provided with flexibility in their work are more likely to: Be engaged in their jobs and committed to helping their company succeed; Intend to remain with their current employer; and, Feel satisfied with their jobs. The positive work-life balance effects of flexible working are probably the best known and most frequently cited advantages. Aiming for a greater balance between demands from within and outside the workplace is often the driver for individuals to seek such arrangements. The interplay between employee wellbeing, work-life balance and performance brings into play factors such as organizational commitment, enthusiasm, energy and satisfaction. Flexible working arrangements, such as flexitime and teleworking, are becoming more common in industrialized countries but the impacts of such flexibility on employee health and wellbeing are largely unknown. Several studies have highlighted the beneficial effects of employee-negotiated flexible working on health and wellbeing, such as reduced stress and stress-related illnesses, reduced sickness absence and improved work-life balance, including time spent with children and marital satisfaction (MacEachen 2008). Kerry et al (2010) examined the health and wellbeing effects of flexible working arrangements which favour the worker as well as those dictated by the employer (for example, fixed-term contracts or mandatory overtime). The findings of this review tentatively suggest that flexible working interventions that increase worker control and choice (such as self-scheduling or gradual/partial retirement) are likely to have a positive effect on health outcomes, including improvements in physical health (reduced systolic blood pressure and heart rate), mental health (e.g. reduced psychological stress) and general health (e.g. tiredness and sleep quality) measures. Importantly, interventions which increased worker flexibility were not associated with any adverse health effects in the short term. In contrast, interventions that were motivated or dictated by organizational interests, such as fixed-term contract and involuntary part-time employment, found equivocal or negative health effects. Kandolin (1996) reported significant reductions in tiredness during the night shift when comparing intervention and control group participants. Smith (1998) demonstrated improvements in mental health, sleep quality on day shift, sleep duration on night shift and alertness during night shift in the intervention group compared with the comparison group. Viitasalo (2008) found statistically significant decreases in systolic blood pressure and heart rate for workers with flexible scheduling compared with those in the control group. A study which was performed by Cranfield University, found that the intuitive expectation that the employee who is better able to integrate work and non-work will experience enhanced wellbeing. Indirectly, this positive association impacts on performance, with employees in a sense ‘repaying their organization with improved levels of motivation and drive. Some employees who had become accustomed to working flexibly expressed unwillingness to move back to a more traditional pattern, linking their flexible arrangement to reduced pressure and stress. There was abundant evidence of individuals adapting their working arrangement over time to meet both changing job demands and evolving demands from the home, and great value was placed on the personal control to meet needs from both domains which was afforded by their flexible working pattern. So flexibility is highly valued, but does not remain static over time (www.workingfamilies.org.uk). Stress is linked to wellbeing and work-life balance, and here the picture is less clear. Flexible working could be seen as a positive measure which helped reduce workplace stress through reducing hours, cutting down on commuting time and minimizing work overload. However, it could also be a source of stress, if a reduction in hours meant that employees struggled to achieve objectives which had not been appropriately reduced to match such a change. This reinforces the message that flexible working needs to be well designed to succeed, particularly in the case of reduced hours work where the required tasks of the role should reflect the hours available (www.workingfamilies.org.uk). This study at Cranfield University also focused on the impact on employees performance related to the flexible working schedule. It has found that individuals and their managers felt positive 61% and 45% respectively. A similar number of managers 43% felt that there was no impact either way from flexible working. Only a small proportion of respondents indicated that flexible working had a negative impact on the quantity of work of either the flexible workers themselves or their co-workers. Flexible work allows people to make changes to the hours or times they work, and where they work. It helps people organize their careers to accommodate other commitments, and to manage transitions in and out of the workforce. For flexible work to be described as â€Å"quality†, these changes must not adversely affect income, career progression, availability of scheduled leave or access to desirable employment for those who take it up. For an arrangement to be considered truly flexible it must provide the employee with the means to manage his or her work while managing other commitments, and without adversely affecting the business. In addition, â€Å"quality flexible work† provides benefits for both employees and employers. Benefits for employees may include increased opportunities for families to spend â€Å"quality time† together and greater ease for family members to combine paid work and family responsibilities, while benefits for employers include addressing skills shortages and increased staff retention and loyalty (Fursman, 2009). Employee driven flexibility is widely regarded as a measure that can reduce work-life balance conflict. For example, in New Zealand, research by the Department of Labour (2008) found that employees who reported a particular FWA was available to them were more likely to rate their work-life balance highly. This is supported by research by the Families Commission showing that 88% of survey respondents who had a lot of flexibility were satisfied with their work-life balance, compared to 52% of respondents who had little or no flexibility (Families Commission, 2008). Statistics New Zealand data also shows that among employed people; those that did not have flexible hours in their main job were more likely to be dissatisfied or very dissatisfied with their work-life balance (Statistics New Zealand, 2008). Similarly in Australia, a 2008 survey found that employees without FWAs were more likely to experience work-life balance conflict (Pocock et al, 2009). Fursman and Zodgekar (2009) studied the Impacts of Flexible Working Arrangements on New Zealand Families. The findings of this research suggest that many family members have access to flexible work arrangements, and that such arrangements provide significant benefits for them and their families, including less stress and pressure and more opportunities to spend time together. Flexible work arrangements can also allow family members to meet their care responsibilities while maintaining their participation in the paid workforce. The arrangements wanted and needed by families changed as their families changed; for example, as children reached school age, or older family members became increasingly more dependent. A range of studies associate flexible work arrangements with positive outcomes for employees. This includes a positive impact on employees perceptions of job quality (Kelliher Anderson, 2008), increased job satisfaction and reduced leaving intentions (Forsyth and Polser-Debruyne, 2007), enabling families to spend more time together, and reducing stress and pressure (Families Commission, 2008). Gill et al(2007) studied the incidence and impact of flexible working arrangements in smaller businesses. In this study, positive impacts of flexible work arrangements in recruitment and retention, enhanced employee relations, commitment and loyalty are found, together with disadvantages of operational problems and administrative burdens. William et al (1981) have found that the flexi time did not support the traditional flexi time consequences for work satisfaction or leisure satisfaction. However, employees working under a flexi time schedule reported certain other improvements, including easier travel and parking, a smaller amount of interrole conflict, a greater feeling of being in control in the work setting; and more opportunity for leisure activities. 6.5 Limitations of implementation of flexible working hours Hayman (2009) has revealed that the attitudes and expectations of co-workers and employers intermingled with issues about fairness, managerial support, feelings of guilt, and career impacts are particular barriers to flexibility. And also he found that the availability of flexible work options alone may not be enough to influence work-life balance outcomes for employees and that perceived usability is critical. A UK study by Waumsley and Houston (2009) also found that perceptions play a significant role with study participants perceiving that flexible working is detrimental to work performance and career progression. This was despite participants recognizing that flexible working delivers work-life balance benefits. Organizational policies on flexible work cannot be fully effective without real support and commitment from management in implementing and applying these policies. Managers need to encourage and actively support the use of flexible arrangements, and organizations need to actively support managers in making flexible working arrangements part of the normal operating environment. Managers need to be provided with appropriate resources, training and time to appropriately assess all requests for changes in work arrangements. Some adjustments to work organization may be necessary, such as scheduling meetings when all staff can attend (Equal Opportunity for Women in the WorkplaceAgency;http://www.eowa.gov.au/Pay_Equity/Files/Recommendations). Organizations also need to ensure that all employees who are using flexible work arrangements are accepted and respected as valued and committed employees. Such employees should be included in all training and professional development opportunities and given the opportunity for promotion on the same basis as all other employees. A critical part of a flexible work culture is ensuring that employees understand and work within an environment of mutual trust and obligation. Employees must have a strong commitment to the success of any flexible work arrangement. Employees on flexible work arrangements must maintain work and performance standards and ongoing communication between employees and their supervisors is essential. Employee engagement in the success of flexible work arrangements will maximize benefits for both the organization and the employee (Equal Opportunity for Women in the WorkplaceAgency;http://www.eowa.gov.au/Pay_Equity/Files/Recommendations) Research by the Families Commission; found that a perception of unsupportive workplace cultures; a perceived impact on career progression and reduction in income; and a perception that flexibility was only available to highly valued employees were among the barriers experienced by employees (Families Commission, 2008). It also found that flexibility could also lead to guilt about taking time off and employees working harder and doing longer hours than might ordinarily be the case (Families Commission, 2008). A recent smaller study of firms in the New Zealand accounting sector noted the impact of traditional values and culture within the sector that work against flexibility (Ministry of Womens Affairs, 2010). This includes a culture of long hours and at partnership level, a perception that being a partner and caring for children were mutually exclusive (Ministry of Womens Affairs, 2010). Work-life balance issues including Flexible Working Arrangements have a significant gender dimension (Fursman, 2008). Fursmans 2008 review of literature usefully summarizes some of the key issues emerging as including: The significance of gender differences in the industries and occupations that women and men work in, with different occupations affording different opportunities to access Flexible Working Arrangements. A range of literature discusses gender differences in decision-making about career choices with women more likely to make decisions based on accommodating family needs. Differences in the availability of Flexible Working Arrangements, both in the UK and New Zealand, with women more likely to request arrangements affecting their total number of hours worked where as men were more likely to request forms of flexibility that had no effect on income and earnings. Research revealing differences between men and womens perceptions of work with women more likely to place weight on putting family needs before work (Fursman, 2008). Social policy journal of New Zealand mentioned about a research showed that there were a number of barriers preventing the take-up of flexible working arrangements, with many of these resulting from employee perceptions that using flexible work arrangements would not be supported by their employers. The lack of available arrangements in particular workplaces was an obvious barrier; however, other barriers centered on negative employer attitudes, both perceived and actual, to requests for flexible work. Employees reported that they did not use flexible work arrangements because doing so would have a negative impact on career progression and negative financial consequences (parti

OBriens Things They Carried Essay: Truth, Fiction, and Human Emotion

The Things They Carried: Truth, Fiction, and Human Emotion  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There are many levels of truth in Tim O'Brien's The Things They Carried. This novel deals with story-telling as an act of communication and therapy, rather than a mere recital of fact. In the telling of war stories, and instruction in their telling, O'Brien shows that truth is unimportant in communicating human emotion through stories. O'Brien's writing style is so vivid, the reader frequently finds himself accepting the events and details of this novel as absolute fact. To contrast truth and fiction, the author inserts reminders that the stories are not fact, but are mere representations of human emotion incommunicable as fact. O'Brien's most direct discussion of truth appears in Good Form. He begins with, "It's time to be blunt," and goes on to say that everything in the book but the very premise of a foot soldier in Vietnam is invented. This comes as a shock after reading what seems to be a stylized presentation of fact. In the sequence of Speaking of Courage followed by Notes, O'Brien adds a second dimension of truth to a story so vivid that the reader may have already accepted it as the original truth. In Notes, O'Brien steps out of the novel and addresses the reader to discuss the character, Norman Bowker, and the formation and history of the previous story, Speaking of Courage. In a letter from Norman Bowker, Tim O'Brien is asked to write a story about his part in the war. In discussing this, O'Brien presents an elaborate picture of the story's development and the main character's real-life demise: "Speaking of Courage" was written in 1975 at the suggestion of Norman Bowker, who three years later hanged himself in the locker room of a YMC... ...O'Brien goes beyond the telling of war stories in The Things They Carried to say something larger about the art and purpose of story-telling. Contrasting truth and fiction, O'Brien shows that the truth cannot always communicate human emotion. O'Brien's personal guilt at seeing a man die from a grenade blast is real, and must be communicated as such in a story. Norman Bowker's guilt at seeing Kiowa sink into the muck leaves him with a sense of direct personal failure. By incorporating this sense of failure into fictional events, O'Brien is able to communicate the true human emotion behind the story, rather than just the facts. Above and beyond a simple set of war stories, The Things They Carried reduces fiction to the very heart of why stories are told the way they are. Works Cited: O'Brien, Tim. The Things They Carried.New York: Penguin Books USA Inc., 1990.   

Of Mice and Men :: essays research papers

John Steinbeck wrote Of Mice and Men in an effort to illustrate the social limitations imposed upon the working class during the Great Depression era by creating various characters who shared one common dream, the â€Å"American Dream,† Steinbeck dramatized on one individual level, the life of the protagonist, George, the grueling struggles and sanguine dreams of an entire social class of people Poet Robert Burns once said, â€Å"The best laid plans of mice and men gang oft a-glae,† Steinbeck parallels this quote with the ill-fated dreams of iterant workers. Delving into the mind of George, Steinbeck exposes his yearning desire to be on his own and his conflicting desire to remain guardian of Lennie and follow their dream. George recognizes that without Lennie’s companionship their dreams will never suffice.   Ã‚  Ã‚  Ã‚  Ã‚  George, one of the two protagonists of the novel, provides insight into the psyche of a member of the working class during the destitute 1930s. Like all migrant workers during this time period he has a dream, the central theme of the novel, to â€Å"live offa the fatta the lan† and have his own place. Unfortunately, this dream is unrealistic, living in an oppressive society which views him as a nonentity and confines him to the ranch and bunkhouse, a symbol Steinbeck utilizes to represent drastic limitation, he knows his dream is in vain. George’s dream is ironically barred by his relationship with Lennie, his burly companion who suffers from mental disabilities, and often wonders what it would be like without Lennie. He would be free of all obligations and able to go out with the guys, drink and spend his money. He often blames Lennie for depriving him from activities such as these. Despite his desire to be on his own, George realizes that life with out Lennie would be meaningless. George’s desire for freedom constantly conflicts with necessity of Lennie’s friendship in an otherwise bleak world.   Ã‚  Ã‚  Ã‚  Ã‚  The affectionate companionship between George and Lennie is unusual among single, white migrant workers. The arrogance and selfishness of other workers on the ranch, reinforces the importance of the friendship George and Lennie uphold throughout the novel. The friendship between George and Lennie replaces desolation is experienced by many of the workers. Their friendship also allows them to sustain their dream, which remains alive through their conversation. George tells Lennie, the story of their dream so often that even a smart-minded worker like George comes to believe it.

Helpful Hypnotism :: Short Stories Hypnosis Court Papers

Helpful Hypnotism I sat in amazement as the opposing lawyer went into a lecture about hypnosis. He was obviously very informed in the area and had a lot to say. All the members of the jury followed the lawyer back and forth with their eyes as he spoke his final words. Hypnotism is what I had based my entire defense on for the last month and now this scrub lawyer was schooling everybody in the courtroom. â€Å"What is the first thing you think about when you hear the word hypnosis? For most people it’s the crazy genie with a watch swinging back and forth in someone’s face, controlling their every action, and making them do things they normally wouldn’t. But this is far from the truth of what real hypnotism is. Hypnosis is a well-accepted method of alternative medicine (Alman). â€Å"Many psychologists and other doctors study and use hypnotherapy with their patients. This type of hypnosis is completely different than the one with the genie holding absolute power. In fact, there are many misconceptions about this type of hypnosis. Yes, there is a hypnotist that talks to a subject in a soft voice and says things to get a number of different reactions. But any person in their right mind wouldn’t run around bucking like a chicken and not know what is going on. Things like being unaware under hypnosis or the only one who can take you out of a trance is the one who put you in are not true. Truth is that many times people are more fully aware under a trance and anyone including yourself can get you out (Brenman 55). In fact many doctors don’t use the word trance when describing the relaxed state because the person is so aware. They feel that the word trance implies a different mind level or mental lapse and sends out the wrong idea to peop le who don‘t know the subject (Brenman 55). The lawyer paused for effect and took a sip of his drink. I went through a scenario in my head of me getting up and crow-hopping him in the jaw. The cocky bastard continued†¦ â€Å"To be hypnotized a person is often told to close their eyes to reduce distractions.

Hunger Games Theme

What would we do if we were chosen at random to fight for our life? Would we just let it happen? Would we fight back and try our best to keep out dignity? Or would we do whatever it takes just to stay alive, even if it means losing site of who we really are? These are all decisions that Peeta and Katniss, two kids from a city called Panem had to make all by themselves. The novel The Hunger Games by Suzanne Collins has many themes, but the most important overall, is the importance of keeping dignity and humanity while fighting for our life. In the Hunger Games, a sixteen year old girl named Katniss and a sixteen year old boy named Peeta are chosen to go into the Hunger Games, where they will fight for their lives. During past years, competitors in the Hunger Games would do a number of unspeakable things in order to survive. Peeta however is the complete opposite. He wants to die with dignity. First off, in the novel The Hunger Games, by Suzanne Collins, many things go wrong in Panem, the society that the main characters Katniss and Peeta live in. For example, their society is filled with many things such as war, starvation, poverty, and violence. Peeta and Katnis have been taught since they were little that no matter what you are doing you have to keep your dignity while doing it. Even if it is fighting to the death. The way that both Peeta and Katniss have grown up comes in really handy during the Hunger Games. It makes it extremely easier for them to keep their dignity during the games. However, many competitors will do anything in order to survive, wouldn’t you? Peeta however, is very different; he believes that if he is going to die, he should at least go with his dignity. This means that while everyone else loses their minds, he will still think straight and won’t do anything outrageous in order to survive. For example, a girl from district 9 said â€Å"here’s some advice, just stay alive† (127). This quote shows that she believes the only thing that matters is staying alive. She will risk anything to live, even her humanity and dignity. Peeta however, would basically rather die with his dignity than live knowing he completely lost his dignity and humanity during the Hunger Games. To Peeta, his dignity is just as important as his own life. The competitors in the Hunger Games family and friends are also loosing spite of their humanity and dignity even though it may not seem like it to them. The family members show their loss of dignity when all of them just sit back and watch as their loved ones battle for their lives. It is just one big game to them. Celebrations are thrown if their loved one kills another person’s loved one. They don’t even comfort the other family at all. Everyone just parties while one family is having one of the worst possible days of their lives. Watching as somebody’s child is being killed isn’t right. Imagine if our society was like this. We wouldn’t just sit back and watch as our family and friends die before our eyes, would we? The novel The Hunger Games is similar to the novel Lord of the Flies by William Golding in a few ways. The most important however is the characters loss of humanity and dignity, which occurs in both novels. In Lord of the Flies, the large groups of boys that are stranded on the island lose sight of what is really important to them. They get caught up in trying to stay alive and doing whatever it takes to stay alive. Jack, from Lord of the Flies, ran around chanting â€Å"Kill the pig. Cut her throat. Spill her blood† (69). This quote shows us that the boys are starting to lose their dignity. This is exactly what happens in Suzanne Collins, Hunger Games. All of the competitors chosen to compete in the annual Hunger Games get caught up in killing people to stay alive that they forget who they really are inside. Ralph, the boy from the novel Lord of the Flies is very similar to Peeta, the boy from the novel Hunger Games in many ways. For example, both Ralph and Peeta are one of the only people to keep their humanity and dignity while they are stranded on an island or in this case fighting to the death in a huge arena. All of the boys in the novel Lord of the Flies lose their dignity and humanity except for Ralph and piggy who stay sane. This is very similar to the Hunger Games. Everyone in districts one through eleven go crazy and forget who they are except for two people. Only Peeta and katniss who are from District 12 keep their dignity while struggling to stay alive. Peeta says â€Å"at least let me die with my dignity† (167). This quote shows us that Peeta won’t lose his humanity and dignity no matter what. In conclusion, the novel The Hunger Games by Suzanne Collins shows us how society could end up if we lose sight of our dignity. She shows us that just because something bad could happen doesn’t mean that we have to forget what really matters to us, or even forget who we truly are behind all of the violent, or just plain old fake acts that we would have to put on just to live through the Hunger Games. She shows us through the eyes of Peeta that even when something gets tough, we just have to work through it and keep our head held high.